Labour Matters

The Department of Labour published a government notice (#36624)of amendments to the basic conditions of employment for staff working in the hospitality sector. Download attachment for detail of changes in minimum wages, which came into effect on 1 July 2013.

To provide a framework for the management of disabled employees and the creation of an accepting and accommodating work environment, the creation of understanding regarding disability and the elimination of unfair discrimination against disabled persons.

To ensure the application of consistent, fair and legal practices and procedures at termination of employment and to provide for the conducting of exit interviews to ensure the correction of practices resulting in the loss of designated groups.

This Manual provides employees with an understanding of the employer’s approach to its human resource management as well as the specific rules and regulations of the employer’s workplace as encapsulated by this Manual and the various policies and procedures of the employer.

This Manual on Black Economic Empowerment is intended to provide a framework for and assist in understanding the requirements for BEE and developing and maintaining a BEE scorecard appropriate to its size.

To provide a framework for the implementation and monitoring of Black Economic Empowerment (BEE) in all procurement and identify, promote and develop the sustainability of BEE businesses through procurement by the firm.

To provide a framework for the creation of an accepting work environment, the creation of understanding regarding HIV/AIDS and the elimination of unfair discrimination against people living with HIV and AIDS.

To ensure the application of consistent, fair and legal industrial action procedures and practices at the employer’s workplace and the fair and equal treatment of all employees and speedily diffuse and/or contain pending industrial action.

To provide a framework for the safeguarding of its employees through providing and maintaining, as far as reasonably practical, a working environment that is safe and without risk to the health of its employees and creating an awareness of health and safety aspects at the workplace.

To provide a framework for professional, consistent and non-discriminatory performance evaluation practices to continually improve the performance of employees and ensure the optimal utilization of the employer’s human capital.

To ensure the application of consistent, fair and legal staff redundancy procedures and retrenchment practices and the fair and equal treatment of all employees, taking account of the duty and right of the employer to balance staffing levels, business demands and changing economic, labour and technology standards.

To establish an accommodating work environment, the creation of awareness regarding sexual harassment and the application of consistent, fair and legal procedures in respect of alleged sexual harassment incidents.

To provide the foundational framework for the development and implementation of the employer’s employment equity plan, and the establishment of the supportive structures required to ensure the enforcement of the provisions of this policy and the development of further initiatives, guidance and affirmative action policies addressing aspects of employment and employment equity within the employer.

Enquiries: Henk Cilliers of Cilliers & Reinders Inc at This email address is being protected from spambots. You need JavaScript enabled to view it.
or visit http://www.cilreyn.co.za/